Mimecast UK Gender Pay Gap Report 2023 Conclusion Looking ahead... “We have seen real progress this year in the promotion of women into senior positions in Mimecast and areas where we have closed the pay gap. We have also seen DEI become front and centre of how we hire, promote and retain our employees as leaders and managers truly see the value of having a diverse workforce. However, there is always more to do to close gender gaps, promote women in Mimecast and celebrate the richness of diversity. The UK Leadership Team has seen a change in Leadership and even more emphasis placed on equity in managing employees. This team Pippa Gray is accountable and plays an active role in making Mimecast a place where Senior HR Director women can thrive and build an inclusive future for all, leaning into our MIMECAST recruitment, talent and performance programmes to hire, promote and reward women. I’m encouraged by the participation of our Mimecasters to actively lean into conversations about gender, equity and biases and to be vocal in ensuring fairness of policy and process. I continue to learn so much from them, which helps me ensure I can better support our employees and create meaningful change toward a more diverse and just workplace. “ "To align with UK government reporting requirements, data in this report refers to the traditional sex categories of male and female. Mimecast respects that gender is on a non-binary spectrum and reporting in this manner should not be interpreted as our position on this. I con昀椀rm that our data has been calculated according to the requirements of The Equality Act 2010 (Gender Pay Gap Information) Regulations 2017.” 13